6 Big Recruitment Challenges and Solutions You Need to Be on Your Radar
This is the year of the hybrid workforce as many companies encourage their teams to return to the office. However, HR teams face new challenges in hiring the right candidates to fit the new reality.
A crucial part of winning in the workplace is building the right team. Profit and productivity depend on your ability to get the best talent to be a part of your team. Getting these talents rests is a responsibility that lies on the shoulders of the HR team, and it must be treated meticulously.
We live in an age and dispensation where you must go the extra mile to streamline and optimize your process to get the right candidate for the job. There are so many challenges that an HR team will face in this quest for the best talent. Gender bias, obsolete qualifications, etc., are some challenges hiring professionals face when looking for talents, but that's not all. Here are some other obstacles on the HR roadmap that call for awareness right now include :
1. Managing the influx of candidates.
One of the first challenges of note is sorting through the numerous people who want to work for your company. The applications are always huge when you are a premium brand.
A solution would be to write succinct job descriptions. Getting this right can help attract top talent and help you achieve a balance when you are sorting through the clutter. Organize your hiring system by sorting candidates and knowing which candidates to add to the pipeline and which candidates are not a good fit. Automating the process will help you eliminate the monotonous tasks and give you time to focus on the candidates with the qualities you are searching for, saving you time and money. It improves efficiency and eliminates stress.
2. Using social media to advertise and recruit.
Another common problem is not having enough applications to make a choice from. Your reach expands exponentially when you recruit via Facebook, LinkedIn, and other social channels. Your visibility goes from zero to a hundred. This fixes the problem when you have scarce resources.
No more outdated job boards and applications coming in after the specified time. When you use social media for recruitment, it is practical to apply social media SEO services to sort through the applicants based on their qualifications and the personality traits and skillsets you require your candidates to possess. You can cross-post across channels and receive applications from a worldwide audience when you use platforms like Glassdoor, LinkedIn, Monster, Indeed, Transformify, Instagram, Twitter, and other relevant media platforms.
3. Maintaining a strong brand.
Put your best foot forward. Create a positive employer brand. Always be dynamic in your methods while maintaining the company vision. Stay updated regarding communication styles and how to apply for jobs at your company. Many forward-thinking companies ask for video interviews. This is a quick way to get to know your candidate and their personality. You can assess the possible contribution they will make to your brand. Capture their attention and keep them fascinated with your brand. Portray your brand as a top-rated international premium brand. Show them the perks they stand to gain by becoming team members at your company. Make it worth their while to join your team of winners.
4. Creating a personal interview experience.
A negative experience will result in a rejection of talent. Your brand does not need negativity online or offline. The HR team needs to create a fantastic candidate experience for all the people who interview with the brand. Be smart and quick while you maintain professionalism. The first contact with your company should help talent build expectations of what to expect if they decide to work with your brand. Prep for the questions, be innovative, agile, and use the best technology. It will reflect on your company's brand.
5. Technology Usage: Do virtual interviews for clients who are on the other side of the world as seamless as possible. Many companies work remotely with workers from across the world. Optimize all your recruiting functions so that your human touch comes across clearly. Be prepared for any eventuality. You can leverage video interviews by using Skype, Zoom, and other software that helps you create that connection you need to make the candidate comfortable enough to communicate the value they bring to your company.
6. Maintaining the human touch.
Sometimes, the candidate is not at ease, and so you lose your best candidate because they are not comfortable or the candidate and the HR team cannot understand one another. You can use video software to carry out your screening process. You can validate your hires' real people skills by making video calls to address the entire team. This increases confidence amongst team members and the HR team. Using the right software, you can discuss with candidates, collaborate, share feedback, and make the interview more personalized.
All workplaces face challenges; the magic of HR is in coming up with creative and technologically advanced solutions to help companies select the right candidate. Talent acquisition teams should think of the possible innovation, being it a new HR software or process redesign. Finding novel ways to cope with the challenges above helps the HR team make objective, merit-focused decisions up to the best hiring standards.